Written statement template: employee

Names of the employee and employer 

You [name of employee] began working for [name of employer].

Start date and continuous employment

Your employment started on [date employment started]. 

Your previous employment does not count as part of a period of ‘continuous employment’ (working for the same employer without a significant break). 

Job title or a brief description of the job

Job title 

You’ll be employed as a [job title].

Brief description of the job

A brief description of your work is You will be employed as a Web Developer & Designer responsible for developing and maintaining responsive websites and crafting visual assets, including logos and other branding elements. Your role will involve both technical web development using modern coding practices and creative design to ensure our online presence reflects our brand identity 

Your job description may be amended by us and, in addition to duties set out in the job description, you may be required to undertake additional or other reasonable duties as necessary to meet the needs of our business.

Pay

Your pay will be of the method of calculating pay.

You’ll be paid monthly.

Place of work

Your normal place of work is remote job.

Working hours

Your normal working days and hours are monday to saturday and 3 to 4 hours with a daily break of [time / duration] [depending on pro rata hours agreed].

Holiday entitlement 

You are entitled to 25 working days of paid annual leave per calendar year for a full-time position. Holiday leave accrues monthly at a rate of 2.08 days, with part-time employees receiving a pro-rata allocation based on their contracted hours. In addition, you will receive all statutory public holidays as observed by the company.

If your employment terminates before the end of the holiday year, any accrued but unused holiday entitlement will be calculated on a pro-rata basis and paid out at your normal rate of pay, in accordance with the Employment Rights Act 1996

Other benefits

You’re not entitled to any benefits other than those set out in this statement.

Absence and sick pay

If you’re absent for work for any reason, you must inform HR by email as soon as possible, but no later than one day. 

For absences of 7 days or less, you can self-certify. 

On your return to work you must complete and return a self-certification form to your manager. This must be returned before the end of your first day back at work. 

For absences of 7 days or more because of sickness or injury, you must get a fit note from your doctor.

All sickness or injury absences will be added to your employment record.

Sick pay

You may be eligible for contractual sick pay.

Other paid leave

You may be eligible for statutory paid leave, including

maternity leave

adoption leave

paternity leave

Shared Parental Leave

time off for dependants

bereavement leave]

Pension arrangements

If you’re eligible, we’ll automatically enrol you into our occupational pension scheme in accordance with our obligations under Part 1 of the Pensions Act 2008. If you do not opt out of automatic enrolment, details of the scheme will be provided once you join.  

Training

You’re required to complete compulsory training courses that the organisation will not cover the cost for at your own expense.

Probationary period

There is a probationary period of four to six months for new employees.

Notice period 

During your probationary period, the notice that you or your employer must give to end your employment is two weeks. 

After your probationary period, the notice that you must give to end your employment is two weeks.

We may end your employment at any time by giving you two weeks or the statutory notice you’re entitled to, whichever is longer.

Collective agreements

There are no collective agreements. 

Grievances 

If you wish to raise a grievance, you should put it in writing to your manager / HR. 

Disciplinary rules and procedures

The disciplinary rules which apply to you are as follows: All employees are expected to maintain high standards of conduct and performance. The company’s disciplinary policy, which forms an integral part of your employment agreement, outlines the procedures for addressing any instances of misconduct or failure to meet performance standards. Key elements include:

Standards of Conduct:
You are required to comply with all company policies and procedures, maintain professionalism, and treat colleagues, clients, and stakeholders with respect.

Performance Expectations:
You are expected to perform your duties to the required standard. Any consistent underperformance or failure to meet established targets may trigger a review under the disciplinary process.

Disciplinary Procedures:
Should there be any breach of these standards, a formal disciplinary procedure will be followed. This may involve:

An initial informal discussion,

Issuance of a formal warning (verbal or written),

Further disciplinary action including suspension or dismissal for serious or repeated breaches.

Employee Rights:
At all stages, you will be informed of the issues and given the opportunity to respond to any allegations. You are entitled to be accompanied at any disciplinary meetings and to appeal any decisions made..  

If you’re unhappy with any disciplinary decision taken in relation to you, you can appeal by writing to [job title].

Please sign and return the statement to confirm you’ve received and accepted these terms.

Employee’s signature:

Date:

Manager’s signature on behalf of the organisation:

Date: